Talent & Capability Partner - Emerging Markets

Key Responsibilities 1. Talent Management Talent Assessments & Development Planning: Lead comprehensive talent assessments across geographies, ensuring evidence‑based evaluations and creation of Individual Development Plans (IDPs). Drive integrated talent actions to strengthen succession pipelines for critical roles. Talent to Value: Partner with country HR ,COEs and business leaders to roll out TTV framework and program manage closure of value coaching plans. Talent Mobility: Design and implement internal mobility frameworks (e.g., growth bridges, talent review boards) to enhance readiness, movement, and retention. Talent Analytics & Insights: Leverage analytics to map skills, potential, and capability gaps, delivering data‑driven insights for strategic decision‑making. 2. Capability Development Learning Needs Identification: Partner with Country HR, L&D COE and business leaders to identify behavioural and functional capability gaps and define structured learning strategies. Innovative Learning Solutions: Deploy digital learning solutions and collaborate with external providers and SMEs to deliver high‑impact capability-building initiatives aligned with business outcomes. 3. Cross‑Functional Program and Change Management SDP Execution: Lead cross‑functional governance forums to align HR initiatives with business priorities and ensure effective execution across regions. Governance & Continuous Improvement: Establish monitoring mechanisms to track program effectiveness, identify improvement areas, and scale solutions across markets. Cross‑Market Collaboration: Facilitate sharing of insights and best practices to build harmonized, region-sensitive HR approaches. Change Management: Develop and implement change roadmaps, anticipating barriers and enabling smooth adoption through tools, frameworks, and stakeholder engagement. 5. Employee Engagement & DEI Engagement & Communication: Drive engagement initiatives that strengthen employee experience and cultural alignment; partner with corporate HR to institutionalize communication platforms. DEI: Design localized DEI strategies, promote bias awareness, and track diversity metrics across emerging markets. Technical Requirements Strong understanding of pharma operations, HR processes, talent management systems, and capability development frameworks Proficiency in data analytics, project management, change management, and business communication Ability to translate complex insights into actionable HR strategies and talent interventions Key Personal Attributes Strong written and verbal communication Excellent interpersonal, networking, and influencing capabilities Cross‑cultural sensitivity and curiosity Self‑driven, process‑oriented, and improvement-focused Passion for people development and employee experience High ownership and accountability Structured problem‑solver with strong critical‑thinking skills Ability to align HR strategies with business needs and partner effectively with leaders Strong teamwork and team‑building orientation

Post-graduation / M.B.A with specialization in Human Resources with 4-7 years of experience

About the Department Human Resources The Human Resources department at Dr. Reddy's Laboratories is the organizational heartbeat, dedicated to fostering a positive and inclusive work environment for their 24,000+ employees. As a well-executed Human Resources (HR) team, we foster a positive and productive workplace. Effective HR practices are involved in recruiting and retaining top talent, providing comprehensive employee development programs, and ensuring fair and transparent policies. The robust HR department at Dr. Reddys is cultivating a culture of open communication, employee engagement, and diversity and inclusion. Moreover, it plays a crucial role in conflict resolution, fostering a healthy work environment and aligns organizational goals with the well-being and professional growth of its employees, contributing significantly to overall company success. Be